Hello Seniors,
I am facing one problem.
Two of our employees have been having problems with each other at work. When I sat them down to find out what was going on, I learned the two had an affair but recently broke up.
The man has been badmouthing the woman among co-workers, and that was the source of the bickering.
I told them to keep their personal problems to themselves, but I suspect this conflict will continue. If it does, what should I do?
Please advise on how to deal with this problem.
Regards,
Partho
From Saudi Arabia
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5I am facing one problem.
Two of our employees have been having problems with each other at work. When I sat them down to find out what was going on, I learned the two had an affair but recently broke up.
The man has been badmouthing the woman among co-workers, and that was the source of the bickering.
I told them to keep their personal problems to themselves, but I suspect this conflict will continue. If it does, what should I do?
Please advise on how to deal with this problem.
Regards,
Partho
From Saudi Arabia
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Dear Partho,
You must reprimand both of them to keep their personal issues to themselves and shall not be hindrance to the work and office culture; decency shall not be affected or viewed seriously.
Abraham
From Saudi Arabia
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You must reprimand both of them to keep their personal issues to themselves and shall not be hindrance to the work and office culture; decency shall not be affected or viewed seriously.
Abraham
From Saudi Arabia
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what sense does it make to post such issues here I dont understand, :confused::confused::confused: please forgive me if I have written something wrong, :(:(:(
From India, Pune
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From India, Pune
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Dear Ravi, You are pardoned. But this is HR issue and most of us face such issues where employees take office for granted. Abraham
From Saudi Arabia
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From Saudi Arabia
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hi partho, i am not the senior persion but still i want to give an idea you can change their seats.
From India, New Delhi
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From India, New Delhi
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Hello Partho,
I am not sure if changing the seats would help in this context. After all, bad-mouthing doesn't depend on the seating positions.
I suggest you sit with them, both separately as well as together, and drive home the point about the consequences if this continues. Quite often, emotions can cloud people to the consequences of their behavior. Once they are made aware of what the results could be - which might include termination (not that it will happen, mind you) - then they do their best to control themselves to segregate official and personal lives. And who knows, they might even rejoin and come to you to say, "Thank you"
Regards,
TS
From India, Hyderabad
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I am not sure if changing the seats would help in this context. After all, bad-mouthing doesn't depend on the seating positions.
I suggest you sit with them, both separately as well as together, and drive home the point about the consequences if this continues. Quite often, emotions can cloud people to the consequences of their behavior. Once they are made aware of what the results could be - which might include termination (not that it will happen, mind you) - then they do their best to control themselves to segregate official and personal lives. And who knows, they might even rejoin and come to you to say, "Thank you"
Regards,
TS
From India, Hyderabad
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Dear Partho,
It's really a bit of a tough case, but not very difficult to handle. You can do it. My suggestions are as follows.
Though I agree that work is a priority, giving them any ultimatum for resignation, etc., at this stage is not an option. They are our workforce and are human beings; emotional issues can affect anyone - you, me, or anyone.
Deal with the emotional issues with empathy and emotions, keeping your brain under control.
As you said, I couldn't understand the whole situation at your end, so please explain it clearly.
But I suggest that you do not take sides in favor or against either of these two until you see proof. We, as HR, should not come to conclusions without proof, but you can assume something based on dealings and then challenge that assumption.
Better discuss with these two people separately, listen to them empathetically, share the emotions, and let them know how much you are concerned about their emotions. First, understand and help them understand the difference between emotions and work and how they affect each other. Find out their priorities and values. Meanwhile, you can also explain the negative effects if these issues are prolonged, and express your concern about those negative effects - the market is also tough.
Counsel them separately. Also, offer them the option to go on leave for some time or engage them in some employee engagement activities, etc.
Please, as HR, don't treat them like machines.
Regards,
Rahul
From India, Mumbai
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It's really a bit of a tough case, but not very difficult to handle. You can do it. My suggestions are as follows.
Though I agree that work is a priority, giving them any ultimatum for resignation, etc., at this stage is not an option. They are our workforce and are human beings; emotional issues can affect anyone - you, me, or anyone.
Deal with the emotional issues with empathy and emotions, keeping your brain under control.
As you said, I couldn't understand the whole situation at your end, so please explain it clearly.
But I suggest that you do not take sides in favor or against either of these two until you see proof. We, as HR, should not come to conclusions without proof, but you can assume something based on dealings and then challenge that assumption.
Better discuss with these two people separately, listen to them empathetically, share the emotions, and let them know how much you are concerned about their emotions. First, understand and help them understand the difference between emotions and work and how they affect each other. Find out their priorities and values. Meanwhile, you can also explain the negative effects if these issues are prolonged, and express your concern about those negative effects - the market is also tough.
Counsel them separately. Also, offer them the option to go on leave for some time or engage them in some employee engagement activities, etc.
Please, as HR, don't treat them like machines.
Regards,
Rahul
From India, Mumbai
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Whatever may the reason be!!!
The employees can't put in their personal life over the professional one. Issue a warning to the male and give a word of caution to the female for letting this issue come on to her workplace too...
Thanks
From India, Faridabad
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The employees can't put in their personal life over the professional one. Issue a warning to the male and give a word of caution to the female for letting this issue come on to her workplace too...
Thanks
From India, Faridabad
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I see two issues.
1) Employees bickering in the workplace.
2) An employee badmouthing another employee.
For the bickering in the workplace, if this is the first issue of this nature, I would provide both employees with a verbal warning and make sure they both understand their responsibility to act at all times in a professional manner. Each employee should be spoken with separately.
The second issue is a little more serious. As employers, we have a responsibility to provide employees with a safe and harassment-free work environment. Depending on the nature of the comments, I would provide an additional verbal warning and possibly a written warning.
I would also look at your company policies and training and determine if changes need to be made to educate employees about their responsibility to be professional in the workplace and to ensure they understand harassment.
From Canada, London
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1) Employees bickering in the workplace.
2) An employee badmouthing another employee.
For the bickering in the workplace, if this is the first issue of this nature, I would provide both employees with a verbal warning and make sure they both understand their responsibility to act at all times in a professional manner. Each employee should be spoken with separately.
The second issue is a little more serious. As employers, we have a responsibility to provide employees with a safe and harassment-free work environment. Depending on the nature of the comments, I would provide an additional verbal warning and possibly a written warning.
I would also look at your company policies and training and determine if changes need to be made to educate employees about their responsibility to be professional in the workplace and to ensure they understand harassment.
From Canada, London
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Throw them out, or forget the company, or better yet, resign. Please understand that this is the place for work. We have chosen to come here. This is a place for all these activities, sitting across the table, and discussing. I may be right, I may be wrong, but I have spoken my mind.
From India, Coimbatore
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From India, Coimbatore
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Hi Partho,
This is common - where there are men and women, there is attraction. This has just come to the limelight.
Now that this is out - and that you have already informed them, and that you "JUST SUSPECT", I guess you should not tend to react even if they don't have a smile on their face.
What happened has happened. If you have informed that this should not affect the workplace, then they will bear it in mind. Even if something goes wrong down the line, they may themselves look out.
If there is a sign of any conflict in the future - instead of meeting them together - meet them separately, and let them know that reacting to a past issue should not spoil their career. You can only advise them to be careful, but you would not have control over the management's final decision - which may turn against them. So ask them to bear personal grudges within themselves and focus only on work.
They are ultimately being paid for the skills they possess, which are highly valued. Why let a relationship gone stale hurt the professional image of the person? But make sure you don't make them feel embarrassed!
From India, Madras
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This is common - where there are men and women, there is attraction. This has just come to the limelight.
Now that this is out - and that you have already informed them, and that you "JUST SUSPECT", I guess you should not tend to react even if they don't have a smile on their face.
What happened has happened. If you have informed that this should not affect the workplace, then they will bear it in mind. Even if something goes wrong down the line, they may themselves look out.
If there is a sign of any conflict in the future - instead of meeting them together - meet them separately, and let them know that reacting to a past issue should not spoil their career. You can only advise them to be careful, but you would not have control over the management's final decision - which may turn against them. So ask them to bear personal grudges within themselves and focus only on work.
They are ultimately being paid for the skills they possess, which are highly valued. Why let a relationship gone stale hurt the professional image of the person? But make sure you don't make them feel embarrassed!
From India, Madras
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Hello Ravi....When you can use this forum to advertise for your orkut communites...I think the issue raised by Parthasarthi is more than genuine and desrves attention!!!!!!!!
From India, Kochi
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From India, Kochi
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Hi,
This is just another HR issue. I must say that the subject line is sensational though ;) I appreciate your concern to solve this problem.
I personally don't agree with the idea that "personal issues cannot arise in the office"... Why not? You are still human, even in the office! The crux lies in how a person is conducting himself/herself. Just explain to each of them individually that if they are not in the best mental state right now, take time off. On the other hand, if they say they are fine, then tell them that they better behave because you don't see a reason why they must be spoiling the office atmosphere with unpleasant bickering and badmouthing!
From India, Mumbai
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This is just another HR issue. I must say that the subject line is sensational though ;) I appreciate your concern to solve this problem.
I personally don't agree with the idea that "personal issues cannot arise in the office"... Why not? You are still human, even in the office! The crux lies in how a person is conducting himself/herself. Just explain to each of them individually that if they are not in the best mental state right now, take time off. On the other hand, if they say they are fine, then tell them that they better behave because you don't see a reason why they must be spoiling the office atmosphere with unpleasant bickering and badmouthing!
From India, Mumbai
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HR is not a priest in a church. Do not spend time speaking too much, follow the process. If the girl complains of misconduct or maligning character, it is a case of "sexual harassment." Take a printout of the sexual harassment policy (either of the company or the country) and show it! If they want to proceed, ask the girl to launch a complaint or ask the guy to back off unless he wants HR to take proactive action as per the policy!
Sandeep Krishnan
Studies in HR
LinkedIn: [link updated to site home]
From India, Bangalore
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Sandeep Krishnan
Studies in HR
LinkedIn: [link updated to site home]
From India, Bangalore
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I don't understand why HR only take an active interest in sex-related topics, while these same people seem ignorant when discussing other important issues. Now, as advised by others, you are going to ask the couple how they got into the affair, what caused their breakup, and so on. Why would the couple want to share their personal details with you? Is it because you are interested in one of them and pursuing your own agenda in this matter? It is even possible that you might become involved with the girl or boy if you get too close to them, only to later post about your own problems after two months. What is happening here? Don't you have common sense? Even a school-going boy would suggest strictly instructing them to either love, hate, or kill each other, but outside office premises.
Ensure there is a single line break between paragraphs.
From India, Pune
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Ensure there is a single line break between paragraphs.
From India, Pune
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Hi again,
I'm a bit okay with Andrew's comment that we also should look at policies. But again, sticking to my earlier comments, always remember as an HR, we are handling human beings, not machines, and we need to ensure workplace decorum. I can see many wise people commenting that personal issues should not arise at the workplace, and I totally agree. However, nobody is providing a solution on how to act.
Issues are important at their origin and serve as an example for others. So, Partho, kindly read all the comments and act according to your situation with a balanced mindset. Build an image of a good HR at your workplace.
Regards,
Rahul
From India, Mumbai
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I'm a bit okay with Andrew's comment that we also should look at policies. But again, sticking to my earlier comments, always remember as an HR, we are handling human beings, not machines, and we need to ensure workplace decorum. I can see many wise people commenting that personal issues should not arise at the workplace, and I totally agree. However, nobody is providing a solution on how to act.
Issues are important at their origin and serve as an example for others. So, Partho, kindly read all the comments and act according to your situation with a balanced mindset. Build an image of a good HR at your workplace.
Regards,
Rahul
From India, Mumbai
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Dear Mr. K Ravi,
If you are in HR, kindly embrace your profession or consider learning more. I can see that you are struggling to handle certain aspects. If you are unable to assist, please refrain from disparaging others' viewpoints. Constructive criticism is always appreciated. Do you believe that dealing with sensitive issues is straightforward?
We are open to learning from your experiences.
Goodbye, take care.
Rahul
From India, Mumbai
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If you are in HR, kindly embrace your profession or consider learning more. I can see that you are struggling to handle certain aspects. If you are unable to assist, please refrain from disparaging others' viewpoints. Constructive criticism is always appreciated. Do you believe that dealing with sensitive issues is straightforward?
We are open to learning from your experiences.
Goodbye, take care.
Rahul
From India, Mumbai
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Hahaha, what a joke! This HR is encouraging the other HR to handle sex issues and sort of making it a field of HR like in compensation there is PF, PTAX, etc. So, in HR now, there will also be SEX issues. Please tell me, I want to join this course on how to handle SEX issues. Please tell me.
From India, Pune
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From India, Pune
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Hello, I am not sure if Rahul has understood my suggestion about explaining the consequences to both in the right way. I didn't mean to suggest giving them any ultimatum to resign.
When Partho sits with them to explain the consequences, the obvious focus and emphasis should be on work. If this attitude of either of them continues, the work would obviously suffer, and if and when this happens, the last resort always is resignation/termination. Let them be made clear regarding this too as a possibility... that's all.
Regarding 'going too personal' in such matters, I wouldn't suggest it unless the HR person has the situation under total control—it's tough under such emotional circumstances. Else, even if the present situation is corrected, other situations are more likely to develop that will need resolving... sort of creating a problem and then going about solving it.
Regards,
TS
From India, Hyderabad
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When Partho sits with them to explain the consequences, the obvious focus and emphasis should be on work. If this attitude of either of them continues, the work would obviously suffer, and if and when this happens, the last resort always is resignation/termination. Let them be made clear regarding this too as a possibility... that's all.
Regarding 'going too personal' in such matters, I wouldn't suggest it unless the HR person has the situation under total control—it's tough under such emotional circumstances. Else, even if the present situation is corrected, other situations are more likely to develop that will need resolving... sort of creating a problem and then going about solving it.
Regards,
TS
From India, Hyderabad
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Hi,
My course of action would be:
a) Call them over and tell them that they are vitiating the atmosphere. This needs to stop post haste. Also, explain that while one understands the disappointment of a break-up, there is no scope to give vent to their ill feelings in the office or with the office crowd post office hours.
b) Watch for three to four days.
c) If there is no let up, then issue written warnings and mention clearly that the company reserves the right to terminate their services for violating the code of conduct (I hope you have one).
d) If the bad-mouthing continues, issue a show-cause notice and terminate the services.
Hope this helps you.
Best regards,
Ajay Chaudhari
From India, New Delhi
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My course of action would be:
a) Call them over and tell them that they are vitiating the atmosphere. This needs to stop post haste. Also, explain that while one understands the disappointment of a break-up, there is no scope to give vent to their ill feelings in the office or with the office crowd post office hours.
b) Watch for three to four days.
c) If there is no let up, then issue written warnings and mention clearly that the company reserves the right to terminate their services for violating the code of conduct (I hope you have one).
d) If the bad-mouthing continues, issue a show-cause notice and terminate the services.
Hope this helps you.
Best regards,
Ajay Chaudhari
From India, New Delhi
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Guys, don't fight with each other. If we, as Human Resource personnel, fight amongst ourselves, how will we be able to sort out problems or provide solutions to issues? Please stop fighting with each other on this topic and let's try to come up with a suitable solution for the issue raised by our group member.
Partho, I would suggest that you first sit down together and discuss the actual reason behind this issue. I understand that since this is a personal matter, they may not be forthcoming with the reasons, but in order to maintain a good working environment, it is necessary. Simply inform them that they are violating company policy and disrupting the atmosphere. If this approach does not yield results, consider issuing a verbal or written warning. However, before taking that step, I recommend arranging a counseling session to assist them.
I hope this advice helps you out. :-P
From India, Calicut
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Partho, I would suggest that you first sit down together and discuss the actual reason behind this issue. I understand that since this is a personal matter, they may not be forthcoming with the reasons, but in order to maintain a good working environment, it is necessary. Simply inform them that they are violating company policy and disrupting the atmosphere. If this approach does not yield results, consider issuing a verbal or written warning. However, before taking that step, I recommend arranging a counseling session to assist them.
I hope this advice helps you out. :-P
From India, Calicut
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Hey Partho,
On Office Affairs: Check with your company policy to see if there is an "anti-dating policy." If not, then consider formulating one and communicating it to employees with HR aspects.
On Badmouthing: Again, please refer to your company policy on workplace harassment, such as substance abuse, sexual harassment, and conflict of interest policies. You can delve into the details of these policies and take appropriate action.
Thanks,
Pritam
TL-HR
From United States, Fort Worth
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On Office Affairs: Check with your company policy to see if there is an "anti-dating policy." If not, then consider formulating one and communicating it to employees with HR aspects.
On Badmouthing: Again, please refer to your company policy on workplace harassment, such as substance abuse, sexual harassment, and conflict of interest policies. You can delve into the details of these policies and take appropriate action.
Thanks,
Pritam
TL-HR
From United States, Fort Worth
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Friends,
If the man is causing the problem and it continues, give him a written warning and make it clear that the next step is a very important one based on my suggestion.
Thanks,
http://www.greenbelt6sigma.com
Green Belt Six Sigma Training
From India, Madurai
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If the man is causing the problem and it continues, give him a written warning and make it clear that the next step is a very important one based on my suggestion.
Thanks,
http://www.greenbelt6sigma.com
Green Belt Six Sigma Training
From India, Madurai
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We had the same problem recently; they were using official communication to carry out their affairs and were subsequently dismissed. Both of them were terminated with immediate effect.
I am currently working with a company in the Gulf. It's better not to be emotional in the workplace when dealing with such situations, as it may result in losing your own job. As an HR person, why would you want to spend your time on someone's personal matters? This time could be utilized for more productive HR concerns.
Such issues spoil the work culture of the office. When these two individuals are preoccupied with their affairs, the rest of the department engages in gossip rather than focusing on their work.
From United+Arab+Emirates, Sharjah
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I am currently working with a company in the Gulf. It's better not to be emotional in the workplace when dealing with such situations, as it may result in losing your own job. As an HR person, why would you want to spend your time on someone's personal matters? This time could be utilized for more productive HR concerns.
Such issues spoil the work culture of the office. When these two individuals are preoccupied with their affairs, the rest of the department engages in gossip rather than focusing on their work.
From United+Arab+Emirates, Sharjah
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Dear Ravi,
This topic is actually not related to romance in the office but it's related to office hazards. Some romances are enjoyed by other staff, and some are hated by staff, but this romance is of a third kind.
Where the pair itself is romancing and hating each other due to misunderstandings, which is unusual. It appears to be a factual case because it's human nature, and many affairs are broken before they reach a happy end.
Look at mine, I got married to my boss, and we developed a relationship while working in the office, but that never affected my office decorum. One fine day, our office staff received our invitation to our engagement and reception in a hotel. Only then did everybody in the office come to know about our affair and were surprised at how we managed to keep it confidential.
My friend, you cannot avoid office romances. I like when people working in the same office are a better couple and manage much better as they are aware of each other's commitments in the office. This office affair is the most beautiful time if you have one.
Regards,
Rashid
From Saudi Arabia
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This topic is actually not related to romance in the office but it's related to office hazards. Some romances are enjoyed by other staff, and some are hated by staff, but this romance is of a third kind.
Where the pair itself is romancing and hating each other due to misunderstandings, which is unusual. It appears to be a factual case because it's human nature, and many affairs are broken before they reach a happy end.
Look at mine, I got married to my boss, and we developed a relationship while working in the office, but that never affected my office decorum. One fine day, our office staff received our invitation to our engagement and reception in a hotel. Only then did everybody in the office come to know about our affair and were surprised at how we managed to keep it confidential.
My friend, you cannot avoid office romances. I like when people working in the same office are a better couple and manage much better as they are aware of each other's commitments in the office. This office affair is the most beautiful time if you have one.
Regards,
Rashid
From Saudi Arabia
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Hi Rashid,
I am always in favor of office romance :icon6::icon6::icon6:. I love all my friends and colleagues :icon1::icon1::icon1:. But is it my job to act as a sort of personal counselor and ask that couple in my office how they met, what they did, movies, films, etc., and make them understand about love, etc.? Sorry, it seems you are totally off track between personal and professional life, and it seems that you don't know what the responsibility of HR is. Sad thing... :(:(
Many HR professionals here feel that the duty of HR is just to take care of employees and then act as a counselor to solve love, relationship, hate, and related problems of employees.
From India, Pune
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I am always in favor of office romance :icon6::icon6::icon6:. I love all my friends and colleagues :icon1::icon1::icon1:. But is it my job to act as a sort of personal counselor and ask that couple in my office how they met, what they did, movies, films, etc., and make them understand about love, etc.? Sorry, it seems you are totally off track between personal and professional life, and it seems that you don't know what the responsibility of HR is. Sad thing... :(:(
Many HR professionals here feel that the duty of HR is just to take care of employees and then act as a counselor to solve love, relationship, hate, and related problems of employees.
From India, Pune
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Hi Ravi,
The problem here is not in solving a romance that has gone bad, but it was in solving the "Effects of a bad relation on WORK".
The HR will not try to help them patch but help them understand that "there is something more important than their relationship - which is work."
From India, Madras
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The problem here is not in solving a romance that has gone bad, but it was in solving the "Effects of a bad relation on WORK".
The HR will not try to help them patch but help them understand that "there is something more important than their relationship - which is work."
From India, Madras
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It is very hard to understand why some HR professionals are giving such nonsensical comments. If some of you don't want to answer properly (whatever the situation is), then why leave rubbish comments - just ignore it.
Remember - CITEHR is for discussing and sharing experiences to provide valuable suggestions in any situation handled by HR professionals, not for nonsensical gossip or advertising.
For Partho: Call the employees and discuss the issue with an open mind, be frank face to face, receive comments, take action, notice the reaction, and do what is necessary according to the situation. Don't get angry or emotional - be professional.
Hope this will help you.
Regards,
Pankaj Chandan
From India, New delhi
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Remember - CITEHR is for discussing and sharing experiences to provide valuable suggestions in any situation handled by HR professionals, not for nonsensical gossip or advertising.
For Partho: Call the employees and discuss the issue with an open mind, be frank face to face, receive comments, take action, notice the reaction, and do what is necessary according to the situation. Don't get angry or emotional - be professional.
Hope this will help you.
Regards,
Pankaj Chandan
From India, New delhi
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What does discuss with open mind and frankly face to face mean, it means you as HR going to discuss with them their relation?? :mad::mad:
From India, Pune
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From India, Pune
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Dear Ravi,
We should behave like 21st-century HR professionals and not like 20th-century Personnel and Administration Managers who were only concerned with office rules, regulations, disciplinary actions, and misconduct.
We are operating in a new-age work culture. In my office, almost 60% of the staff are young people who are involved in relationships and romance. Surprisingly, this has actually improved our efficiency as this romance acts as a motivating factor. Everyone is punctual, regular, and there is minimal absenteeism. Additionally, our leave utilization is low as most staff members choose to encash their leaves due to our office being an attractive place for these lovebirds.
As a result, staff members involved in relationships strive to outperform and be more intelligent than their colleagues, whom they see as competitors in impressing female employees. This competition serves as a motivating factor, enhancing efficiency, and making our employees more competent.
Rather than focusing solely on the negative aspects of office romance, it is important to recognize and appreciate the positive impacts as well.
Best regards,
Abraham
From Saudi Arabia
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We should behave like 21st-century HR professionals and not like 20th-century Personnel and Administration Managers who were only concerned with office rules, regulations, disciplinary actions, and misconduct.
We are operating in a new-age work culture. In my office, almost 60% of the staff are young people who are involved in relationships and romance. Surprisingly, this has actually improved our efficiency as this romance acts as a motivating factor. Everyone is punctual, regular, and there is minimal absenteeism. Additionally, our leave utilization is low as most staff members choose to encash their leaves due to our office being an attractive place for these lovebirds.
As a result, staff members involved in relationships strive to outperform and be more intelligent than their colleagues, whom they see as competitors in impressing female employees. This competition serves as a motivating factor, enhancing efficiency, and making our employees more competent.
Rather than focusing solely on the negative aspects of office romance, it is important to recognize and appreciate the positive impacts as well.
Best regards,
Abraham
From Saudi Arabia
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Dear Ravi,
It's not about romance that anyone is talking here. It's about how that romance affected the workplace. The HR here (Partho) does not want a relationship problem to become the cause of a "work problem." So, Partho was just seeking advice on how to address this issue and tell the "broken-up couple" - that - "I don't care what happens between you two, but I care about the work, and now make sure that work is not affected." He was just seeking help on that. You have not understood the question as such - you probably thought that the HR wanted to make sure the relationship continues, which is not the case here.
From India, Madras
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It's not about romance that anyone is talking here. It's about how that romance affected the workplace. The HR here (Partho) does not want a relationship problem to become the cause of a "work problem." So, Partho was just seeking advice on how to address this issue and tell the "broken-up couple" - that - "I don't care what happens between you two, but I care about the work, and now make sure that work is not affected." He was just seeking help on that. You have not understood the question as such - you probably thought that the HR wanted to make sure the relationship continues, which is not the case here.
From India, Madras
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When the personal relations in office become hurdle and effect on office decorum then this is the responsibility of the management staff to discuss the issue frankly with them. Spreading roamers and badmouth effect reputation of the employees and the concern.
Hope you understand Mr. Ravi – if you can!!
Regards
Pankaj Chandan
From India, New delhi
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Hope you understand Mr. Ravi – if you can!!
Regards
Pankaj Chandan
From India, New delhi
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Many thanks to Satish, Ash, Pankaj, Ravi, Abraham, Rashid, and all who participated in this discussion. My special thanks to Ash, Rashid, and Pankaj who have understood the concern in the right spirit and expressed their views.
Interestingly, the quarreling couple has now compromised and are working normally. I have received information that they are happy now. I also want to forget, as this has not affected our work and office culture as a whole. This is a happy end to this short story, but the very interesting replies from all of you made the discussion worth reading.
Kind Regards, Partho
From Saudi Arabia
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Interestingly, the quarreling couple has now compromised and are working normally. I have received information that they are happy now. I also want to forget, as this has not affected our work and office culture as a whole. This is a happy end to this short story, but the very interesting replies from all of you made the discussion worth reading.
Kind Regards, Partho
From Saudi Arabia
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Both are happy means you compromised between them,, anyways keep it going,, :icon1::icon1::icon1:
From India, Pune
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From India, Pune
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Nice discussion.
What if an HR person is in an affair with a coworker? :icon1: Is it right for the HR person to get into an affair with the coworker? :) I guess, as many of us said, they should keep it secret until they are ready to share it with company employees.
From India, Pune
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What if an HR person is in an affair with a coworker? :icon1: Is it right for the HR person to get into an affair with the coworker? :) I guess, as many of us said, they should keep it secret until they are ready to share it with company employees.
From India, Pune
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Dear Friend,
An HR person is also a human being, and there is nothing wrong with romance. Instead of hurting others, an HR person can engage in romance positively. It is essential to have a more open-minded approach and show respect for the feelings of those involved in affairs. As civilized individuals, we are inclined to share our emotions and form attachments with others.
Rashid
From Saudi Arabia
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An HR person is also a human being, and there is nothing wrong with romance. Instead of hurting others, an HR person can engage in romance positively. It is essential to have a more open-minded approach and show respect for the feelings of those involved in affairs. As civilized individuals, we are inclined to share our emotions and form attachments with others.
Rashid
From Saudi Arabia
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Hello Partho,
Like Shakespeare said: "All's well that ends well."
All we can hope is they stay that way, and even if they didn't, at least they don't become a headache again from the HR perspective.
And coming to our great Ravi, I think you need to grow emotionally, Ravi...not mentally or physically. If all you can see in a relationship is the physical part, all I can say is: you are missing a large part of your life. Like someone said: true love starts at 40 - when a lot of what you feel about love is out of focus... if you know what it means.
Regards,
TS
From India, Hyderabad
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Like Shakespeare said: "All's well that ends well."
All we can hope is they stay that way, and even if they didn't, at least they don't become a headache again from the HR perspective.
And coming to our great Ravi, I think you need to grow emotionally, Ravi...not mentally or physically. If all you can see in a relationship is the physical part, all I can say is: you are missing a large part of your life. Like someone said: true love starts at 40 - when a lot of what you feel about love is out of focus... if you know what it means.
Regards,
TS
From India, Hyderabad
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BUt what if the HR person starts romancing in office actually i somewhat agree with Rashid,, but everything differs on case to case basis and nothing can be generalised,,
From India, Pune
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From India, Pune
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According to me no romance is bad if such thing carry with some seriousness. We must respect the peoples emotions and feelings for each other. Abraham
From Saudi Arabia
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From Saudi Arabia
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aCTUALLY IF YOU ARE THEIR BOSS THAN YOU SHOULD TRY TO sOLVE THEIR PROBLEM BY TELLING THEM NOT TO INTERFEAR SUCH THING IN OFFICE AREA AND TO MAINTAIN OFFICE DECORAM.
From India, Bengaluru
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From India, Bengaluru
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CONFLICT MANAGEMENT.ppt